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Rapid Health Impact Assessment of the Maternity Leave Bill (S.B HEALTH IMPACT ASSESSMENT WORKING GROUP Rapid Health Impact Assessment of the Maternity Leave Bill (S.B. 9‐20‐SD2) Maternity Leave in the Palau Workforce Report compiled by Health Impact Assessment Working Group in partnership with Ulkerreuil A Klengar (Secretariat) 10/2/2013 LIST OF CONTRIBUTORS Project Team The HIA Working Group: BLESAM, Roxanne – Environmental Quality Protection Board FRANZ, Portia – Health Impact Assessment Consultant and Principal Author KIEP, Rosemary – Division of Environmental Health, Ministry of Health KITALONG, Ann – The Environmental Inc. OTTO, Judy – Ulkerreuil A Klengar, Co‐author RIVERA, Lorraine – Ulkerreuil A Klengar SENGEBAU‐SENIOR, Uduuch – Senator, 9th Olbiil Era Kelulau TADAO, Rosalita – Division of Environmental Health, Ministry of Health TMODRANG, Sylvia – Division of Environmental Health, Ministry of Health Information providers: Pacific Island Health Officers Association (Dr. Gregory Dever) Koror State Government Palau Chamber of Commerce Palau Community College Palau National Communications Corporation Ministry of Health (Division of Environmental Health; Family Health Unit; Obstetrics and Pediatrics units; Health Information System; Public Health Epidemiology) Bureau of Public Service System, Ministry of Finance Social Security Administration Ministry of Education, Special Education Unit Acknowledgements This document was produced with the support of Ulkerreuil A Klengar (UAK) Community Health Support Group. The HIA Working Group and UAK are grateful for the technical contributions from Barbara Wright, Healthy Community Advocate and former Environmental Health Deputy Director, Public Health – Seattle & King County, Seattle, Washington, USA. The Working Group and UAK also acknowledge with gratitude, the contributions of the Association of State and Territorial Health Officials (ASTHO) for providing funds for HIA training and technical backstopping for production of this report. For further information Ulkerreuil A Klengar Belhaim Sakuma, Chairperson ([email protected]) P.O. Box 9081 Koror, Republic of Palau 96940 Phone: (680) 488‐ 0818 Fax: (680) 488‐8941 2| Rapid HIA on Maternity Leave TABLE OF CONTENTS Contents Page Executive Summary 5‐8 Main Report 9‐33 Background 11 Proposed Maternity Leave Bill 11 Health Impact Assessment 12 ‐ Scope of the HIA ‐ Assessment Process ‐ Target Population Pregnancy and Childbirth under Palau Law and Traditions 16 ‐ Palau Constitution ‐ Traditional Heritage ‐ Current Maternity Leave Arrangements ‐ International Labor Law ‐ Convention on the Rights of the Child Considering the Health Impacts of Maternity Leave 22‐30 ‐ Maternity Leave and Breastfeeding 23 ‐ Maternity Leave and Immunization 26 ‐ Maternity Leave and Maternal‐Child Bonding 27 ‐ Maternity Leave and Maternal Health 29 ‐ Summary 30 Maternity Leave and Economics 31 ‐ Local Perceptions 31 ‐ International Evidence 33 Conclusions 34 References 37 Annexes Annex A. Glossary of Acronyms Annex B. Maternity Leave in 20 Asia‐Pacific Countries, 2011 Annex C. Chamber of Commerce Survey Form Annex D. Summary of Stakeholder Comments Submitted to the OEK 3| Rapid HIA on Maternity Leave 4| Rapid HIA on Maternity Leave Executive Summary Background A Health Impact Assessment (HIA) is a tool that assists decision‐makers to identify the health consequences of policies, plans, programs, and projects before decisions are made while there is time to enhance positive impacts and prevent negative impacts. An HIA is similar to an Environmental Impact Statement but focuses on population health, rather than on environmental health (Human Impact Partners, 2011). In 2012, Ulkerreuil A Klengar (UAK) received a grant from the Association of State and Territorial Health Officers (ASTHO) to conduct a health impact assessment training in Palau. Following the training, an HIA Working Group was established with UAK as the secretariat. In February 2013, Senator Sengebau‐Senior introduced a bill into the National Senate (SB 9‐20‐SD2) to require all employees in the Republic of Palau to provide up to three months of paid maternity leave to pregnant employees, with an option for one additional month of unpaid leave. In July 2013, at the request of Senator Sengebau‐Senior and in consultation with Delegate Gibson Kanai, the HIA Working Group embarked on its first formal HIA to assess the health impacts of the maternity leave bill. This HIA is a rapid, rather than a comprehensive, assessment. It focuses on HEALTH impacts with only cursory consideration of ECONOMIC impacts. It uses existing information from international and local sources incorporating only limited new research in the form of: A survey of Chamber of Commerce member businesses Focus groups with key stakeholder groups Interviews with key informants and stakeholders including mothers themselves. Target Population In 2012, the Office of Statistics reported the resident population of Palau to be 17,501 persons. Of this number, 3,929 persons (22% of the total) were women of childbearing ages (15‐44 years of age). 57% of these women (2,225 women) were employed in the wage or salary sector of the economy including 775 employed in the public sector (inclusive of public corporations and state governments) and 1,450 employed in the private sector. Based on the current birth rate, these 2,225 employed women may be expected to give birth to 169 infants during an average year. 29 (17%) of these births will occur among non‐citizen women; 140 (83%) will occur among citizens. Palau Tradition and Law Palau’s traditional heritage provides for the special treatment of a woman during her maternity period beginning at around the 5th month of pregnancy and extending to 10 months post‐partum. This period is considered an especially sacred time in the lives of the child, the mother, the extended family, and the community as a whole. 5| Rapid HIA on Maternity Leave Despite this rich cultural tradition, Palau’s law governing maternity leave (RPPL 1‐37) pertains only to permanent employees of the national government. (Approximately 80% of female employees are classified as permanent and thus covered under the law). The law allows one month (30 calendar days) of paid maternity leave with the option of up to four months of additional leave using: (1) combination of accrued sick and annual leave; or (b) as unpaid leave. While the woman is on maternity leave – whether paid or unpaid – her job must be kept secure for her return. This law does not extend to employees of public corporations or to state governments although several states have adopted policies that mirror those of the national government. The law also does not apply to the private sector. In a survey of Chamber of Commerce member businesses as part of this HIA: 25% of businesses offer up to one month of paid maternity leave 25% offer unpaid leave of varying periods 19% allow women to use their accrued annual and sick leave in lieu of maternity leave 19% allow no maternity leave 13% have other (unspecified) arrangements. Considering the number of women already eligible for one month of paid leave (public and private sectors), the estimated additional cost of SB 9‐20‐SD2 is approximately $276,000 per year. While the bill proposes that costs be distributed between employers (one month), the social security fund (two months), and women themselves (one month unpaid leave), alternative options have been discussed during HIA consultations including a Gross Receipts Tax credit for small businesses for whom additional leave benefits may constitute a special economic burden. The short‐term economic costs of the measure need to be balanced against short and long‐term health benefits, of which there are many. International Standard In accordance with the Maternal Protection Convention, the International Labour Organization (ILO) has set 12 weeks as the minimum standard for maternity leave. The ILO further recommends: A woman be paid at a rate not less than two‐thirds of her pre‐leave income with full health benefits continuing during the maternity leave Her job be protected during her leave and she not be subjected to discrimination resulting from the leave; Employers make provisions that will allow mothers to continue to breastfeed after returning to work following maternity leave. The ILO reports that 119 countries (out of 152 ILO‐member countries) meet or exceed these standards. Although Palau is not a member of the ILO or a party to this convention, the standard still provides a benchmark to be considered when measuring performance. 6| Rapid HIA on Maternity Leave Health Benefits Breastfeeding Breast milk is the optimal food for infants and young children. The Palau Ministry of Health together with international health authorities recommend exclusive breastfeeding for the first six months of life with breastfeeding continuing along with complementary feeding into the second year of life. Breastfeeding is associated with many health and developmental benefits; longer periods of breastfeeding result in proportionally greater benefits. Health benefits for the child o Fewer allergies and asthma o Fewer episodes of acute childhood illnesses (diarrhea, respiratory infections, gastro‐ intestinal infections, ear infections) o Lower rates of childhood obesity o Lower rates of immune‐related diseases (inflammatory bowel diseases, childhood cancers, and Type I diabetes) o Extending into adulthood, lower cholesterol levels, hypertension, and obesity rates Development benefits for the child o Higher IQ scores o Better school
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